119

JOURNAL OF INDIAN LIBRARY ASSOCIATION, 54(3) JULY-SEP, 2018

JOB SATISFACTION AMONG LIS PROFESSIONALS

WORKING IN THE HIGHER EDUCATION SECTOR OF

JAMMU & KASHMIR, INDIA: A CASE STUDY

Ramesh Pandita

J. Domnic

The present study attempts to assess the job satisfaction among the Library and

Information Science professionals working in the higher education sector of Jammu

& Kashmir state of India. Some of the aspects associated with job satisfaction among

LIS professionals include, respondent’s choice of profession, importance of job

rotation, respondent’s job satisfaction with their present employer, role of

professional bodies in protecting the welfare interests of employees, job security,

work environment, interpersonal relationship, recognition, advancement,

institutional administration etc.

Keywords: Library Professionals, Job Satisfaction, Jammu & Kashmir, Higher Education,

INTRODUCTION

In the modern day world, the skilled and trained human resource are

considered as assets for any institution/organization. Gone are the days when the

industrial organizations or other institutions used to pay less or no attention

towards the welfare measures of their employees. An institution or organization

which is aimed at the welfare and the betterment of its human resource is bound to

prosper leaps and bounds and the organization which pays no heed towards the

welfare interests of their employees are bound to suffer in many ways. The same

holds true about the library and information science professionals. The case is

simply, the employees who are satisfied with their job turn out productive for their

institution or organization, while as, the job dissatisfaction among employees

affects the overall productivity of an institution or an organization.

In the present times, it is obligatory on the part of an employer to ensure the

wholesome welfare of its employees, so that employees may reflect satisfaction

with their jobs. Job satisfaction and dissatisfaction depends on various variables,

and some of the key variables identified from time to time by the researchers,

which influence the job satisfaction include, job security, salary, work

environment, working hours, interpersonal relationship, recognition, advancement

and various other factors. If an employee reflects job satisfaction on any one or

two of these account, does not necessarily mean that an employee is satisfied with

his/her job. In the same way, job dissatisfaction on one or the two such accounts

does not mean that an employee is dissatisfied with his job. However, it is equally

true that job satisfaction or dissatisfaction on a single account may immensely

influence the overall job satisfaction or dissatisfaction of an employee.

Given the fact, the definition of job satisfaction varies considerably from one

individual to another individual. Some of the common definitions of job

satisfaction given by different researchers are, Job satisfaction is an effective

response an employee has towards his work and organization [1]. Similarly, Ejiogu

[2] defined job satisfaction as the social and psychological well-being of an

Ramesh Pandita

Research and

Development Centre,

Bharathiar University,

Coimbatore, Tamil Nadu

rameshpandita90@gmail.

com

J. Domnic

Karunya University,

Karunya Nagar

Coimbatore, Tamil Nadu

jdom16@gmail.com

Corresponding Author

Ramesh Pandita

JOURNAL OF INDIAN LIBRARY ASSOCIATION, 54(3) JULY-SEP., 2018

120

employee, while as Middlemist & Hitt [3]

viewed it as having good or bad feelings about

one’s job and the work environment. Job

satisfaction is about being contented

psychologically, physiologically and the

environmentally and to have a positive effect of

the work done and the environment along with

being emotionally attached with one’s job [4,

5].

The undergoing study assesses the job

satisfaction among the library and Information

Science professionals working in the higher

education sector of Jammu and Kashmir, India.

The study covers the library professionals

working across seven state universities, two

central universities, one NIT, IIT, IIM, IIIM and

over 175 government and private colleges

functioning across the state, which apart from

general academic institutions include,

professional’s colleges, like medical colleges,

dental colleges, nursing colleges, engineering

colleges, etc.

PROBLEM STATEMENT

By and large one can find a mixed

response among the library professionals, when

asked about their level of job satisfaction. The

majority of the library professionals can be

easily seen complaining of their contribution

towards the teaching and research activities of

their institution not being recognized by their

institutional administration. Glitches in

advancement, issue with regard to social

standing, weaning importance of the profession

and the professionals are some of the common

issues with which library professionals can be

easily seen battling with. Accordingly, to

assess the perception of library professionals of

the Jammu and Kashmir about all such issues,

the idea was conceived to limit the study among

the library professionals working in the higher

education sector of the Jammu and Kashmir

state. of people associated with agriculture for

their livelihood.

OBJECTIVES OF THE STUDY

The following objectives may be stated

for the present study:

To assess the overall job satisfaction among

the Library and information Science

professionals working in the higher education

sector of Jammu & Kashmir, India.

To study the perceptional variations about

job satisfaction among the male and the

female library professionals across the state.

To examine the satisfaction level of library

professionals of the state in the areas of job

security, work environment, recognition,

advancement, interpersonal relationship etc.

To identify the major factors, which

influence the job satisfaction among the

Library and information Science

professionals in general and those working in

the higher education sector of Jammu &

Kashmir in particular.

RESEARCH METHODOLOGY

To undertake the study, data were

collected from the library professionals working

in the higher education sector of the Jammu &

Kashmir state. In all, 264 responses were

collected all across the state, covering over 175

government and private colleges, 09

universities and the institutes of national

importance, like IIT, IIM, NIT, IIIM. Data were

collected from the respondents by circulating a

questionnaire, specially designed in the light of

the objectives of the study for the purpose. The

questionnaires were circulated among the

respondents by using three different modes,

viz., by sharing the link of the online

questionnaire through social media and on the

email addresses of the respondents, two by

sending printout of the questionnaire to the

respondents through post at their official

address along with a self-addressed stamped

envelope to facilitate the return of the filled in

questionnaire. And thirdly the questionnaires

were circulated and collected in person by

visiting the respondents at their respective

workplaces.

After the screening, the collected

responses were updated on the MS excel for the

ease of filtering the data and to perform other

simple mathematical expressions like addition,

subtraction, drawing percentage etc.

PANDITA & DOMNIC: Job satisfaction among LIS professionals working in higher education sector

121

LITERATURE REVIEW

Researchers all across the world have

undertaken studies to evaluate the job satisfaction

among employees in general and the Library and

Information Science professionals in particular.

While studying the relationship between the job

satisfaction and emotional adjustment [6] found less

than one third of the respondents dissatisfied with

their job, while as individual psychology, physiology

and the environmental factors have a detrimental

effect on job satisfaction among employees. Salary

is not the sole factor which contributes to the job

satisfaction, but the work environment, which

extends opportunities to employees to explore

themselves and to hone their skills helps a great deal

in gaining overall job satisfaction, observed while

studying the attitude of junior library staff in

Nigerian Universities. Etuk [7] also emphasized

over the need of involving the junior staff in the

decision making process, which serves a feeling

among employees of being connected with the

institution, hence a source of satisfaction among

employees in its own way. The overall economic

health of a country also affects the job satisfaction

among employees. The library and Information

Science professionals working in the developed

countries reflect higher levels of job satisfaction than

those working in the developing and poor countries

[8].

Kaya [9] observed that the factors like, job

security, responsibility, authority and work

conditions significantly contribute towards the job

satisfaction of an employee. Some other factors

which contribute to the job satisfaction among LIS

professionals, as identified by Hyder & Batool [10]

and Pandita & Domnic [11], include, physical

environment, social prestige, ICT infrastructure,

rewards, organizational culture, the nature of work,

age, gender, hygiene, job security, communication,

supervision, promotions etc. The library profession

appeals to both the genders equally, as both the male

and the female professionals can be seen working in

the library systems all across the world. The

majority of library professionals in the Taiwan are

females, but with lower levels of job satisfaction

[12]. In a similar study, Clark [13] reported that

women tend to reflect higher levels of job

satisfaction than men, while as Ward, [14] found no

such considerable difference in the job satisfaction

among library professionals at the gender level.

Library professionals show a positive attitude

towards their work, but show lower levels of job

satisfaction when it comes to their social status,

work conditions and salary, observed Dukić [15],

while studying the Eastern Croatian Library

professionals. This dissatisfaction among LIS

professionals actually varies from component to

component [16]. There is a considerable need to

improve the work conditions of the library

professionals, along with the funding to libraries and

promotions, observed Adio & Popoola [17] while,

analysing the data collected from 381 library

professionals working across 24 university libraries

in Nigeria. The researchers also recommended

extending the incentives like, housing loan, car loan,

study leave, allowances etc., to the library

professionals for better job satisfaction.

The aspects like pay, promotion, work

conditions, interpersonal relationship, management

and leadership were found as key components of job

satisfaction [18]. In a similar study, Murray [19]

while studying the library professionals of the North

Carolina University found that compared to library

paraprofessionals, library professionals showed a

higher degree of job satisfaction in the areas of

interpersonal relationship, recognition, pay and

promotions, while as the variables like, age, gender,

marital status, and length of service have no

significant correlation with the job satisfaction as

reported by Alao [20]. Management of an institution

acts as a key to the overall job satisfaction among

library professionals [21].

A good number of studies have been

undertaken on the job satisfaction among the LIS

professionals across India [22, 23, 24, 25, 26, 27&

28]. Some of the general observations made by these

researchers include, that job security is one of the

important aspects of job satisfaction, while as

experienced and highly qualified library

professionals were found to have better job

satisfaction than under qualified and lesser

experienced professionals. Job characteristics were

found to have a very significant impact on the job

satisfaction, which is independent of gender

influence and so has application of IT improved the

level of job satisfaction among LIS professionals.

Disparities in nomenclature, grade, and designation

among different carders of library professionals were

found equally a reason for job dissatisfaction among

the LIS professionals.

JOURNAL OF INDIAN LIBRARY ASSOCIATION, 54(3) JULY-SEP., 2018

122

Learning new skills, advancement,

delegation of authority and communicating freely

both vertically and horizontally are some of the key

areas towards which library professionals are

motivated [29]. Motivation increases the

productivity and reduces the absenteeism among

employees [30], so does compensation in the form of

salary and rewards motivates an employee to fulfill

his professional commitments and increases job

satisfaction [31]. Also, performance evaluation and

promotions enhance the job satisfaction, while as,

the responsibility and the decision making has a

negative effect on job satisfaction [32].

The variables like optimism, emotional

stability and teamwork, work style, and drive to

work results into the variation in job satisfaction

among employees up to 20% [33]. The love hate

relationship was observed by [34] among the African

library professionals, while studying the job

satisfaction. Hart found that, if on one hand, 61%

respondents showed satisfaction with their job, but

on the other hand 50% showed their willingness to

change their job. And those who showed

dissatisfaction with their job, was primarily on

account of, Inadequate resource, stagnation and

remunerations.

DATA ANALYSIS AND RESULTS

The data were structured on the MS Excel

keeping in view the objectives of the study. The data

were analysed by using simple mathematical

expressions like, addition, subtraction, drawing

percentage etc. Percentage at most of the places has

been rounded off to 100% figure.

Table 1: Biographic Information about respondents

Response Variables Gender →

Information↓

Gender Total

Male (%) Female

(%)

Freq

(%) CF%

Total Resposes Gender 117 (44.3) 147 (55.7) 264

(100) 100

Age group (years)

Under 25

26-35

36-45

46-55

Above 56

Prefer not to say

02 (0.8)

48 (18.3)

50 (19.1)

13 (4.9)

04 (1.5)

-

05 (1.9)

53 (20.2)

47 (17.9)

30 (11.5)

10 (3.8)

02 (0.8)

07 (2.7)

99 (37.5)

97 (36.7)

43 (16.3)

14 (5.3)

02 (0.8)

2.7

40.2

76.9

93.2

98.5

100

Work Experience

(Years)

Less than 01

2 – 5 Years

6 – 10 Years

11 – 15 Years

16 – 20 Years

Above 20 Years

Prefer not to say

04 (1.5)

32 (12.1)

28 (10.6)

35 (13.3)

11 (4.2)

07 (2.7)

-

06 (2.3)

33 (12.5)

36 (13.6)

23 (8.7)

16 (6.1)

30 (11.4)

03 (1.1)

10 (3.8)

65 (24.6)

64 (24.2)

58 (22.0)

27 (10.2)

37 (14.0)

03 (1.1)

3.8

28.4

52.6

74.8

85.0

99.0

100

Professional

Qualifications

Certificate Course

B.Lib.Sc/BLISc

M.Lib.Sc/MLISc

M.Phill

Ph.D

Prefer not to say

03 (1.1)

10 (3.8)

74 (28.0)

07 (2.7)

13 (4.9)

10 (3.8)

14 (5.3)

16 (6.1)

104 (39.4)

05 (1.9)

07 (2.7)

01 (0.4)

17 (6.4)

26 (9.8)

178

(67.4)

12 (4.5)

20 (7.6)

11 (4.2)

6.4

16.2

83.6

88.1

95.7

100

Nature of Job

Full Time

Part Time (Daily)

Part Time (Occassional)

Prefer not to say

109 (41.3)

07 (2.7)

-

01 (0.4)

133 (50.4)

10 (3.8)

02 (0.8)

02 (0.8)

242

(91.7)

17 (6.4)

02 (0.8)

03 (1.1)

91.7

98.1

98.9

100

PANDITA & DOMNIC: Job satisfaction among LIS professionals working in higher education sector

123

Designation

Uni Librarian/equivalent

Uni Dy Librarian/equivalent

Uni Sr. Asst

Librarian/equivalent-2

Uni Asst

Librarian/equivalent

Information Scientist

Professional Assistant/SLA

Semi Professional

Assistant/LA

Junior Library Assistant

Library Attendant

Prefer not to say

-

02 (0.8)

12 (4.5)

35 (13.3)

01 (0.4)

06 (2.3)

41 (15.5)

10 (3.8)

07 (2.7)

03 (1.1)

-

-

18 (6.8)

46 (17.4)

01 (0.4)

11 (4.2)

53 (20.1)

12 (4.5)

04 (1.5)

02 (0.8)

-

02 (0.8)

30 (11.4)

81 (30.7)

02 (0.8)

17 (6.4)

94 (35.6)

22 (8.3)

11 (4.2)

05 (1.9)

-

0.8

12.2

42.9

43.7

50.1

85.7

94.0

98.2

100

Of the total responses generated, 117

(44.3%) are male and 147 (55.7%) female

respondents, reflecting a fair amount of

representation of the library professionals from both

the genders. The majority 37.5% respondents are in

the age group of 26 to 35 years, followed by 36.7%

respondents in the age group of 36 to 45 years. In

terms of work experience, the majority, 24.6%

respondents have 2 to 5 years of experience,

followed by 24.2% respondents having 6 to 10 years

of work experience, while as 14% respondents have

more than 20 years of experience. The majority,

67.4% respondents are having a Master’s degree in

Library and Information Science, 9.8% are having a

Bachelor’s degree and 7.6% doctoral degree in

Library and Information Science. Of the total

respondents, 91.7% are working on a full time basis,

and 6.4% on part time basis. More than 40%

respondents are working on the super-ordinate

positions (Assistant librarian and above), while as,

57.1% are working as subordinate library

professionals.

Table 2: Respondents’ choice of choosing Library

Profession

Options

Gender Total

(%) Male

(%)

Female

(%)

By Chance 91

(34.5)

45

(38.5) 46 (31.3)

By Choice 170

(64.4)

70

(59.8) 100 (68)

No Response 03

(1.1)

02

(1.7) 01 (0.7)

Total 264

(100)

117

(100) 147 (100)

In reply to a very interesting question about

the choice of the library profession, the majority

68% respondents replied of being the library

professionals by choice, while as 31.3% replied of

being the library professionals by chance. It is quite

obvious that those who have opted for the library

profession of their own choice may be well aware

about the nature of profession, hence can be by and

large satisfied with their job. On the other hand,

those who are library professionals by chance show

lower levels of job satisfaction. Interestingly,

compared to 34.5% males, 35.5% females are library

professionals by chance, while as against 64.4%

male library professionals, 59.8% females are library

professionals by choice. It is clearly evident that

male respondents are the library professionals more

by choice than their female counterparts.

Table 3: Professional Specialization

Options

Gender Total

(%) Male

(%)

Female

(%)

Acquisition 60

(51.3) 63 (42.9)

123

(46.6)

Automation 69

(59.0) 64 (43.5)

133

(50.4)

Cataloguing and

Classification

54

(46.2) 70 (47.6)

124

(47.0)

Reference

Service

43

(36.8) 42 (28.6)

85

(32.2)

Circuation 62

(53.0) 67 (45.6)

129

(48.9)

Serial Control 24

(20.5) 27 (18.4)

51

(19.3)

Library

Administration

56

(47.9) 67 (45.6)

123

(46.6)

Others 01

(0.9)

01

(0.7)

02

(0.8)

Total 117

(100)

145

(100)

264

(100)

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124

In the present day society is an IT driven world.

Accordingly, the majority 50.4% respondents have

replied that they specialize in library automation

activities, while as 48.9% specialize in circulation

services. Compared to females, male library

professionals specialize more in library automation

activities. Circulation is one such activity which every

library professional should go through in the beginning

of his/her career, irrespective of his/her post and

position. The circulation desk exposes a professional to

the real time library environment and the type of

services which are expected of a library professional.

Cataloguing & classification and acquisition are

the other areas in which library professionals specialize.

Compared to male library professionals, more female

professionals specialize in cataloguing and classification

activities of the library. Library administration is

generally dominated by senior and super-ordinate

library professionals. Serial control or the services

related to periodical section, is an area in which lesser

number of library professionals specialize. Female

library professionals, males hold job rotation more

important.

Table 4: Importance of Job Rotation

Options Gender

Total (%) Male (%) Female (%)

Very

Important 85 (76.2) 102 (69.4) 187 (70.8)

Least

Important 18 (15.4) 20 (13.6) 38 (14.4)

Not required

at all 04 (3.4) 04 (2.7) 08 (3.0)

Can't Say 06 (5.1) 16 (10.9) 22 (8.3)

No Response 04 (3.4) 05 (3.4) 09 (3.4)

Total 117 (100) 147 (100) 264 (100)

Boredom at workplaces is a common thing,

especially in those jobs which are more monotonous

and less interactive, hence lesser job satisfaction.

While as, job rotation is one of the easy and simple

ways to overcome this boredom, hence better job

satisfaction. Accordingly, 70.8% respondents are of

the view that job rotation is very important for job

satisfaction, 14.4% rated it less important, while as,

8.3% are not sure and 3% believe that job rotation is

not required at all. At the gender level, compared to

female library professionals, males hold job rotation

more important.

Table 5: Respondents’ level of job satisfaction

with their present employer

Options↓ Gender

Total(%) Male(%) Female(%)

Yes 83 (70.9) 116 (78.9) 199 (75.4)

No 28 (23.9) 26 (17.7) 54 (20.5)

No response 06 (5.1) 05 (3.4) 11 (4.2)

Total 117 (100) 147 (100) 264 (100)

75.4% library professionals are satisfied with

their present employer, while as 20.5% have

reflected their dissatisfaction with their present

employer. Compared to 70.9% male library

professionals, 78.9% female library professionals

have shown satisfaction with their present employer,

while as against 23.9% males, 17.7% females LIS

professionals have recorded their dissatisfaction with

their present employer. So either way, female library

professionals are more satisfied with their job than

their male counterparts.

Table 6: Respondents ‘areas of satisfaction with their present employer

Gender→

Options↓

Satisfied Dissatisfied

Male (%) Female (%) Total (%) Male (%) Female (%) Total (%)

Salary 62 (53) 68 (46.3) 130 (49.2) 44 (37.6) 49 (33.3) 93 (35.2)

Work Environment 79 (67.5) 99 (67.3) 178 (67.4) 18 (15.4) 26 (17.7) 44 (16.7)

Working Hours 60 (51.3) 62 (42.2) 122 (46.2) 19 (16.2) 18 (12.2) 37 (14)

Interpersonal Relationship 61 (52.1) 60 (40.8) 121 (45.8) 12 (10.3) 18 (12.2) 30 (11.4)

Recognition 32 (27.4) 43 (29.3) 75 (28.4) 51 (43.6) 46 (31.3) 97 (36.7)

Advancement 27 (23.1) 38 (25.9) 65 (24.6) 53 (45.3) 52 (35.4) 105 (39.8)

No Response 24 (20.5) 21 (14.3) 45 (17) 29 (24.8) 51 (34.7) 80 (30.3)

Total 117 (100) 147 (100) 264 (100) 117 (100) 147 (100) 264 (100)

PANDITA & DOMNIC: Job satisfaction among LIS professionals working in higher education sector

125

The respondents were given freedom to

choose as many options as they deem appropriate,

while seeking the reply of their satisfaction and

dissatisfaction on six different identified areas with

their present employer. Accordingly, if on one hand

49.2% respondents are satisfied with their salary,

35.2% have shown dissatisfaction. Similarly, 67.4%

are satisfied with the work environment, 16.7% are

dissatisfied, 46.2% satisfied with working hours,

14% are dissatisfied, 45.8% are satisfied with

interpersonal relationship, 11.4% are dissatisfied.

Recognition and advancement are the two

areas in which rate of dissatisfaction is greater than

the rate of satisfaction. This clearly indicates that

the majority of the LIS professionals are dissatisfied

with their career advancement and the recognition of

their contribution in the teaching and research

activities of their institution by their institutional

administration. In the areas of salary, working hours,

work environment and interpersonal relationship,

male library professionals are more satisfied than

their female counterparts, while as, female library

professionals are more satisfied in the areas of

advancement and recognition than their male

counterparts.

Table 7: Respondents’ association with professional bodies

Options↓ Gender

Total (%) Male (%) Female (%)

Are you associated with any professional body

Yes 43 (36.8) 35 (23.8) 78 (29.5)

No 72 (61.5) 107 (72.8) 179 (67.8)

No response 02 (1.7) 05 (3.4) 07 (2.7)

Total 117 (100) 147 (100) 264 (100)

IF YES, Scope of Professional Associations

National 23 (19.7) 12 (8.2) 35 (13.3)

Local 07 (6.0) 05 (3.4) 12 (4.5)

Both 13 (11.1) 17 (11.6) 30 (11.4)

Don’t know 18 (15.4) 22 (15) 01 (15.2)

No response 56 (47.9) 91 (61.9) 147 (55.7)

Total 117 (100) 147 (100) 264 (100)

Is there any need to have a library association at the local/ State level

Yes 112 (95.7) 133 (90.5) 245 (92.8)

No 02 (1.7) 07 (4.8) 09 (3.4)

No Response 03 (2.6) 07 (4.5) 10 (3.8)

Total 117 (100) 147 (100) 264 (100)

If yes, how far these professional’s bodies play their part in protecting the welfare interests of Library

professionals.

Always 36 (30.8) 51 (34.7) 87 (33)

Sometimes 52 (44.4) 50 (34) 102 (38.6)

Never 06 (5.1) 09 (6.1) 15 (5.7)

Can’t say 17 (14.5) 25 (17) 42 (15.9)

No Response 06 (5.1) 12 (8.2) 18 (6.8)

Total 117 (100) 147 (100) 264 (100)

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126

Professional bodies have their own role

and responsibility towards protecting the welfare

interests of their peers at different levels.

Accordingly, only 29.5% respondents were found

associated with the professional body, while as the

majority, 67.8% replied of not being associated

with any professional body. Compared to male

library professional’s females were found less

associated with such professional bodies. 13.3%

respondents replied of being associated

professional bodies at the national level, while as

92.8% respondents have replied of the need, to

have a state level library association in the Jammu

& Kashmir to protect the welfare interest of the

library professionals. As 33% respondents believe

that library associations are always helpful in

protecting the welfare interests of the

professionals, so do 38.6% respondents rated

these associations helpful sometimes.

Table 8: State of Respondents’ Employment in Correlation with their Qualification & Experience

Options↓ Gender

Total (%) Male (%) Female (%)

Fully employed 55 (47.0) 77 (52.4) 132 (50)

Under employed 53 (45.3) 51 (34.7) 104 (39.4)

Mal-employed 04 (3.4) 07 (4.8) 11 (4.2)

No Response 05 (4.3) 12 (8.2) 17 (6.4)

Total 117 (100) 147(100) 264 (1000)

The library professionals were asked to

rate their employment, keeping in view their

academic attainments, accordingly, 50% library

professional viewed of being fully employed,

39.4% rated themselves as under employed and

4.2% as mal-employed. At the gender level,

compared to male, more female library

professionals have rated themselves as fully

employed, while as against 34.7% female library

professional 45.3%male library professionals

rated themselves as under employed.

Table 9: Respondents’ Job Satisfaction level

Statement Agree Partly Agree Can't

Say

Partly

Disagree Disagree

No

Response Total

By rewarding employees for rendering exceptional services:

Male 83 (70.9) 21 (17.9) 05 (4.3) - 03 (2.6) 05 (4.3) 117

Female 110 (74.8) 22 (15.0) 11 (7.5) - - 04 (2.7) 147

Total 193 (73.1) 43 (16.3) 16 (6.1) - 03 (1.1) 09 (3.4) 264

By extending timely promotional benefits

Male 78 (66.7) 24 (20.5) 04 (3.4) 01 (0.9) 04 (3.4) 06 (5.1) 117

Female 109 (74.1) 27 (18.4) 07 (4.8) 02 (1.4) 01 (0.7) 01 (0.7) 147

Total 187 (70.8) 51 (19.3) 11 (4.2) 03 (1.1) 05 (1.9) 07 (2.7) 264

Your contributions will decline significantly, if you are let known that your professional position

does not carry any promotional prospects

Male 42 (35.9) 34 (29.1) 23 (19.7) 08 (6.8) 03 (2.6) 07 (6.0) 117

Female 63 (42.9) 31 (21.1) 32 (21.8) 06 (4.1) 13 (8.8) 02 (1.4) 147

Total 105 (39.8) 65 (24.6) 55 (20.8) 14 (5.3) 16 (6.1) 09 (3.4) 264

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You don't have better promotional prospectus

Male 39 (33.3) 38 (32.5) 10 (8.5) 07 (6.0) 16 (13.7) 07 (6.0) 117

Female 53 (36.1) 42 (28.6) 18 (12.2) 07 (4.8) 22 (15.0) 05 (3.4) 147

Total 92 (34.8) 80 (30.3) 28 (10.6) 14 (5.3) 38 (14.4) 12 (4.5) 264

Job security leads to job satisfaction

Male 84 (71.8) 19 (16.2) 04 (3.4) 01 (0.9) 01 (0.9) 08 (6.8) 117

Female 104 (70.7) 19 (12.9) 16 (10.9) 02 (1.4) 02 (1.4) 04 (2.7) 147

Total 188 (71.2) 38 (14.4) 20 (7.6) 03 (1.1) 03 (1.1) 12 (4.5) 264

LIS Professionals working in the private sector show higher level of job dissatisfaction

Male 34 (29.1) 39 (33.3) 29 (24.8) 04 (3.4) 03 (2.6) 08 (6.8) 117

Female 35 (23.8) 38 (25.9) 55 (37.4) 04 (2.7) 11 (7.5) 04 (2.7) 147

Total 69 (26.1) 77 (29.2) 84 (31.8) 08 (3.0) 14 (5.3) 12 (4.5) 264

You don't enjoy extra privileges

Male 32 (27.4) 29 (24.8) 20 (17.1) 17 (14.5) 17 (14.5) 07 (6.0) 117

Female 35 (23.8) 30 (20.4) 25 (17.0) 11 (7.5) 39 (26.5) 07 (4.8) 147

Total 67 (25.4) 59 (22.3) 45 (17.0) 23 (8.7) 56 (21.2) 14 (5.3) 264

Your work & contribution is not being recognized

Male 26 (22.2) 31 (26.5) 17 (14.5) 12 (10.3) 22 (18.8) 09 (7.7) 117

Female 22 (15.0) 48 (32.7) 24 (16.3) 13 (8.8) 34 (23.1) 06 (4.1) 147

Total 48 (18.2) 79 (29.9) 41 (15.5) 25 (9.5) 56 (21.2) 15 (5.7) 264

You find yourself always at the cross roads of library- rules and regulations

Male 26 (22.2) 30 (25.6) 21 (17.9) 10 (8.5) 17 (14.5) 13 (11.1) 117

Female 36 (24.5) 37 (25.2) 35 (23.8) 08 (5.4) 25 (17.0) 06 (4.1) 147

Total 62 (23.5) 67 (25.4) 56 (21.2) 18 (6.8) 42 (15.9) 19 (7.2) 264

There is no competition among peers

Male 20 (17.1) 34 (29.1) 21 (17.9) 09 (7.7) 23 (19.7) 10 (8.5) 117

Female 26 (17.7) 35 (23.8) 29 (19.7) 20 (13.6) 32 (21.8) 05 (3.4) 147

Total 46 (17.4) 69 (26.1) 50 (18.9) 29 (11.0) 55 (20.8) 15 (5.7) 264

Salary is always a consideration for job satisfaction

Male 44 (37.6) 32 (27.4) 12 (10.3) 12 (10.3) 11 (9.4) 06 (5.1) 117

Female 62 (42.2) 20 (13.6) 18 (12.2) 14 (9.5) 25 (17.0) 08 (5.4) 147

Total 106 (40.2) 52 (19.7) 30 (11.4) 26 (9.8) 36 (13.6) 14 (5.3) 264

You are always open to suggestions, advices and assistance

Male 68 (58.1) 23 (19.7) 10 (8.5) 04 (3.4) 04 (3.4) 08 (6.8) 117

Female 83 (56.5) 30 (20.4) 16 (10.9) 09 (6.1) 03 (2.0) 06 (4.1) 147

Total 151 (57.2) 53 (20.1) 26 (9.8) 13 (4.9) 07 (2.7) 14 (5.3) 264

You are able to manage your ends from the earnings you make from LIS profession

Male 47 (40.2) 34 (29.1) 12 (10.3) 10 (8.5) 06 (5.1) 08 (6.8) 117

Female 69 (46.9) 45 (30.6) 15 (10.2) 05 (3.4) 07 (4.8) 06 (4.1) 147

Total 116 (43.9) 79 (29.9) 27 (10.2) 15 (5.7) 13 (4.9) 14 (5.3) 264

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The respondents were asked to record their

opinion on different parameters about achieving

greater job satisfaction among the LIS professionals,

accordingly, 73.1 % respondents believe that

employees should be suitably rewarded for their

exceptional job performance, as this serves as a

means of job satisfaction. Similarly, 70.8%

respondents believe that extending timely

promotional benefits to library professionals will

help in attaining greater job satisfaction. As, 39.2%

respondents admitted that their performance will

decline significantly if they will come to know that

they will not be extended any promotional benefits.

Still more, 34.8% respondents fully and 30.3%

respondents partly agreed with the statement that

library professionals have less promotional

prospects. If on one hand, 71.2% respondents are of

the view that job security is an important aspect of

job satisfaction, on the other hand 26.1% have

viewed that LIS professionals working in the private

sector show lower levels of job satisfaction, so do

29.2% partly agreed with the statement. The

majority, 29.9% respondents partly agreed with the

view that the contribution of LIS professionals is not

being recognized by their institutional

administration.

Similarly, 25.4% respondents viewed that

library professionals do not enjoy extra privileges,

25.4% find themselves at the crossroads when it

comes to library rules and regulations. The majority

26.1%, partly agreed with the view that there is no

competition among peers, while as 40.2%

respondents believe that salary is always a

consideration for job satisfaction and so do 43.9%

respondents viewed of being able to manage their

ends from the earning they make from LIS

profession.

Table 10: Respondents’ opinion on professional areas

Statement Always To some

Extent

Very

Rarely Never

Can't

Say

No

Response Total

Do you find your job meaningful

Male 57 (48.7) 31 (26.5) 12 (10.3) 07 (6.0) 04 (3.4) 06 (5.1) 117

Female 93 (63.3) 25 (17.0) 11 (7.5) 09 (6.1) 03 (2.0) 06 (4.1) 147

Total 150 (56.8) 56 (21.2) 23 (8.7) 16 (6.1) 07 (2.7) 12 (4.5) 264

How far your senior library professionals cooperate with you at work place

Male 52 (44.4) 28 (23.9) 18 (15.4) 06 (5.1) 05 (4.3) 08 (6.8) 117

Female 77 (52.4) 29 (19.7) 21 (14.3) 06 (4.1) 05 (3.4) 09 (6.1) 147

Total 129 (48.9) 57 (21.6) 39 (14.8) 12 (4.5) 10 (3.8) 17 (6.4) 264

How far a pensionable job plays its part in job satisfaction

Male 59 (50.4) 33 (28.2) 09 (7.7) 06 (5.1) 03 (2.6) 07 (6.0) 117

Female 88 (59.9) 35 (23.8) 10 (6.8) 04 (2.7) 04 (2.7) 06 (4.1) 147

Total 147 (55.7) 68 (25.8) 19 (7.2) 10 (3.8) 07 (2.7) 13 (4.9) 264

How far is a transferable job important for job satisfaction

Male 23 (19.7) 50 (42.7) 26 (22.2) 07 (6.0) 05 (4.3) 06 (5.1) 117

Female 31 (21.1) 59 (40.1) 29 (19.7) 12 (8.2) 08 (5.4) 08 (5.4) 147

Total 54 (20.5) 109 (41.3) 55 (20.5) 19 (7.2) 13 (4.9) 14 (5.3) 264

To some other pertinent questions leading to

job satisfaction, 56.8% respondents find their job

always meaningful, 48.9% professionals always find

senior library professionals cooperative. 55.7%

respondents viewed that pensionable job is important

for the overall job satisfaction of an employee, so do

PANDITA & DOMNIC: Job satisfaction among LIS professionals working in higher education sector

129

majority 41.3% respondents believe that transferable

job is important for the job satisfaction. At the

gender level female library professionals find their

job more meaningful, find their seniors more

cooperative and find pensionable job more satisfying

than men, while as male library professionals find a

transferable job more important than female

professionals. The respondents were asked some

dichotomous questions to assess their job

satisfaction. Respondents were asked as if they are

looking for some different job other than library

profession, 71.6% replied no, while as 26.1% replied

yes. The professionals looking for a different job are

obviously dissatisfied with their present job.

Similarly, 63.3% respondents replied that they won’t

leave their present employer if offered the same

position in any other organization.

Table 11: Respondents’ Opinion on Some Dichotomous Professional Observations

Statement Yes (%age) No (%age) No Response (%age) Total

Are you looking for a different job other than library profession

Male 38 (32.5) 75 (64.1) 04 (3.4) 117

Female 31 (21.1) 114 (77.6) 02 (1.4) 147

Total 69 (26.1) 189 (71.6) 06 (2.3) 264

Would you leave your present employer if offered same position by any other institution?

Male 38 (32.5) 72 (61.5) 07 (6.0) 117

Female 47 (32.0) 95 (64.6) 05 (3.4) 147

Total 85 (32.2) 167 (63.3) 12 (4.5) 264

Do library professionals enjoy social status at par with other teaching professionals

Male 37 (31.6) 73 (62.4) 07 (6.0) 117

Female 57 (38.8) 87 (59.2) 03 (2.0) 147

Total 94 (35.6) 160 (60.6) 10 (3.8) 264

Are you satisfied with the salary you are being paid in proportion to work you do

Male 50 (42.7) 61 (52.1) 06 (5.1) 117

Female 82 (55.8) 64 (43.5) 01 (0.7) 147

Total 132 (50.0) 125 (47.3) 07 (2.7) 264

Are you being recognized and appreciated at work

Male 74 (63.2) 38 (32.5) 05 (4.3) 117

Female 109 (74.1) 31 (21.1) 07 (4.8) 147

Total 183 (69.3) 69 (26.1) 12 (4.5) 264

Do you feel valued and affirmed at work

Male 76 (65.0) 33 (28.2) 08 (6.8) 117

Female 105 (71.4) 38 (25.9) 04 (2.7) 147

Total 181 (68.6) 71 (26.9) 12 (4.5) 264

Have you served in institutional advisory committee?

Male 36 (30.8) 73 (62.4) 08 (6.8) 117

Female 43 (29.3) 97 (66.0) 07 (4.8) 147

Total 79 (29.9) 170 (64.4) 15 (5.7) 264

Do you find your work related assignments meaningful

Male 88 (75.2) 24 (20.5) 05 (4.3) 117

Female 122 (83.0) 18 (12.2) 07 (4.8) 147

Total 210 (79.5) 42 (15.9) 12 (4.5) 264

Are you aware of what is expected of you at work

Male 93 (79.5) 18 (15.4) 06 (5.1) 117

Female 112 (76.2) 30 (20.4) 05 (3.4) 147

Total 205 (77.7) 48 (18.2) 11 (4.2) 264

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130

The majority of respondents (60.6%) believe

that library professionals do not enjoy the social

status at par with the other teaching professionals,

however the majority, 50% respondents have shown

satisfaction with the salary, while as 47.3% are

dissatisfied in term of salary they draw.

Although, 69.3% respondents viewed that

they are being recognized and appreciated for their

work by their institutional administration, but 64.4%

respondents replied that they have not severed on the

institutional advisory committee. The majority

79.5% respondents find their job meaningful, so do

77.7% replied that they are well aware of what is

expected of them at their workplace.

Compared to 53.4% respondents, who are not

ready to work outside the Jammu & Kashmir state,

44.7% respondents have shown willingness to work

outside the state. At the gender level, compared to48.7%

male professionals, 41.5% female professionals are

willing to work outside the state, while as against 50.4%

male professionals 55.8% female professionals are not

ready to work outside the state. This signifies that male

professionals are more open and willing to work outside

their home state than their female counterparts.

Table 12: Respondents’ willingness to work

outside the Jammu and Kashmir

Total

Responses

Gender Total

(%) Male (%) Female (%)

Yes 57 (48.7) 61 (41.5) 118

(44.7)

No 59 (50.4) 82 (55.8) 141

(53.4)

No

Response 01 (0.9) 04 (2.7)

05

(1.9)

Total 117 (100) 147 (100) 264

(100)

Table 13: Respondents were asked, are they

Proud of their Profession

Total

Responses

Gender Total

(%) Male (%) Female

(%)

Yes 107 (91.5) 131 (89.1) 238

(90.2)

No 09 (7.7) 08 (5.4) 17 (6.4)

No Response 01 (0.9) 08 (5.4) 09 (3.4)

Total 117 (100) 147 (100) 264

(100)

Last but not least, the respondents were

asked as whether they are proud of being the library

professionals or not, a whooping, 90.2% respondents

replied yes, while as, a meager 6.4% replied no.

However, no significant differences were found

among the respondents at the gender level.

SOME KEY FINDINGS

The library profession in the state is fairly

represented by the professionals from both the

genders, as out of a total 264 respondents, 147

(55.7%) are females and 117 (44.3%) are males.

Over, 76% respondents are under 45 years of age,

whereas 67.4% respondents are having a Master’s

degree in Library and Information Science. From the

data analysis it, emerged that in the state, every third

library professional in the state enters into the library

profession by chance and not by choice. Over 70%

respondents replied that job rotation is important for

the job satisfaction, while as the majority 75.4%

respondents replied of being satisfied with their

present employer. If on one hand the majority,

67.4% showed satisfaction with the work

environment, on the other hand 39.8% respondents

reflected dissatisfaction over the matters concerning

to their advancement and so were 36.7% respondents

dissatisfied with recognition. The whopping 92.8%

respondents have viewed the need to have a strong

library association at the state level, so as to protect

and project the welfare interests of the library

professionals at all levels across the state. Rewards,

timely promotions, job security, social status,

participation in the decision-making process, etc. are

some other key concerns, which respondents have

viewed as important for improving the job

satisfaction among the library professionals.

RESEARCH IMPLICATIONS

An institution or an organization which is

aimed to serve and protect the welfare interests of its

employees is bound to be productive. Job

satisfaction of an employee directly affects his/her

performance, hence a direct correlation can be

sought between the overall productivity of an

institution and the job satisfaction among its

employees.

DISCUSSION

There is a need popularize the Library and

Information Science as a subject discipline among

PANDITA & DOMNIC: Job satisfaction among LIS professionals working in higher education sector

131

students at the school and college level, so that while

opting for Library Science at the PG level they

should be well aware of the scope of the subject and

to overcome the problems like entering into the

profession by chance and not by choice. Those who

are library professionals by choice are expected to

show higher levels of job satisfaction than those who

are by chance. Information and Communication

Technology has become an integral part of the

modern-day library service, so more than 50%

respondents in the present survey reflected that they

specialize in library automation. The conventional

library services and practices like circulation,

classification and cataloguing, reference services

etc., are also being handled in the automated form.

Application of IT has in turn made the job of library

professionals more interactive and interesting, hence

serves a sense of satisfaction among the working

professionals.

It is an established fact, that the monotonous job

infuses boredom among the working professionals and

to overcome such boredoms and to break the monotony

of such jobs there is always a need to adopt a job

rotation policy, whereby each individual should get an

opportunity to work at different service desks under

different work conditions. This sort of exposure apart

from overcoming the boredom offers newer learning

experiences to an employee. The percentage

respondents of the present survey corroborate the same.

Although, over three-fourth respondents of the present

survey are satisfied with their present employer, but

there is also need to look for those reasons, on account

of which nearly one-fourth of the respondents are

dissatisfied with their present employers. Some of the

key factors responsible for both job satisfaction and

dissatisfaction among the library professionals include,

Salary, job security, work environment, advancement,

recognition, interpersonal relationship, institutional

administration and so holds true about the nature of job

engagement etc. Employees working on temporary or

daily basis are bound to show dissatisfaction with their

job, so the aim should be always to provide better job

security to employees, this apart from serving the job

satisfaction among employees enhances productivity.

Professional association can be

counterproductive in their own way in protecting the

welfare interests of the employees, so holds true

about the library and information professionals.

Strong professional associations are heard at all

levels, so are the genuine demands of the employees

addressed without any difficulty. So, it is the

responsibility of the library professionals to

strengthen their professional associations for their

own welfare and betterment. Extending timely

benefits like increments & promotions and suitably

rewarding the employees for their exceptional

performance, recognizing their contribution and to

pay due heed to their just and genuine problems

helps a great deal in improving job satisfaction

among the employees. Similarly, involvement of

sub-ordinate staff in the decision making of the

institution in general and libraries in particular

makes an employee feel connected with the system.

Such participation in the decision making serves a

sense of satisfaction among the employees.

Institutional administration can easily help to

convert its human resource into an asset, by

protecting the welfare interests of their employees.

There should be no disparity, while extending

benefits to a same group of employees within or

outside the institution, so holds true about the

employees working in the private sector. Apart from

these, the library professionals at their individual

levels should try to make their job more interactive

and meaningful by having a more proactive

approach towards addressing the problems and while

dealing with the clientele. In the same way, the

optimism and the positivity helps in its own way to

turn one’s job more meaningful and fulfilling. The

employees working within their hometown or home

state are expected to show higher levels of job

satisfaction, but when it comes to finding job

satisfaction in knowledge and creativity, working

outside one’s home state or town for better exposure,

for better skill development and other professional

grooming should not be an impediment.

Every professional holds a certain degree of

importance in the society as a whole, and so do

people view, interact and react to the professionals

given their social standing. Similarly, when it comes

to the comparable social standing of the teaching

community as a whole, library professionals find

themselves being slightly pushed to the edge. This

disparity, though should not be there, but is quite

often faced by the library professionals, especially at

the hands of the institutional administration, while

treating library professionals at par with the teachers.

Such instances of disparity are bound to affect the

overall job satisfaction of an employee.

JOURNAL OF INDIAN LIBRARY ASSOCIATION, 54(3) JULY-SEP., 2018

132

CONCLUSION

Job satisfaction of an employee does not

depend on one or two factors, but there are

numerous reasons, which affect the job satisfaction

of an individual to their own degree. If a

professional shows satisfaction with a particular

variable associated with his/her job, he/she may

show dissatisfaction with another variable. Still

more, if a group of employees is working in the

same work environment under the same working

conditions, react differently to different variable and

not one variable may be responsible for their job

satisfaction or dissatisfaction. Likewise, some

employees may show satisfaction with the

organizational administration for some reasons,

while as, others may show total dissatisfaction with

the same administration on different grounds. Job

satisfaction is more about the individual perceptions

of an employee towards his/her job and the

environment in which one is operating and so can

one find variation in the degree of job satisfaction

and dissatisfaction among employees.

Money though important, but is not the lone

factor, which contributes towards the job satisfaction

or dissatisfaction. The other common factors which

contribute to the job satisfaction or dissatisfaction

include, work environment, interpersonal

relationship, advancement, recognition, working

hours, job security, etc.

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